Best Practices for Manager-Employee Relations

Manager–Employee relations are complex. As you advance in your careers, you’ll come across at least one charismatic leader who commanded respect, who was looked at as a role-model and will have an influence on you long after you’ve worked with them.

These men are exceptional leaders; not only do they have an eye for finding the best employees, they know how to get the most out of them.

Such leaders are able to maximize the potential of employees, and as a result, create a loyal, committed and highly motivated workforce.

Top business leaders cannot achieve such levels of success without the support of a qualified and driven workforce that is able to push the boundaries of innovation and give the company a competitive edge over others.

How did these leaders do it?

Positive manager-employee relations consist of managers creating a bond of trust and respect with their subordinates. They effectively share the company’s vision with their employees and minimize communication barriers by urging them to provide input.

Take a look at some of these ways manager–employee relations can be improved.

1) Develop mentor-apprentice relationships

Anyone who’s completed an internship or two in their lives will know the value of having a good mentor.

The mentor ultimately determines how valuable your internship will be in the long-run. The best mentors develop bonds of trust with interns, present them with growth opportunities and involve them in core tasks.

The mentor’s positive behavior validates the intern; they get a sense of belonging and are more willing to take up initiatives.

Manager-employee relations should be no different. Managers should work closely with their subordinates, instill a sense belonging and present them with personal and professional growth opportunities to keep them motivated.

2) Provide employees access to decision-makers

Gone are the days where managers sat in their offices and only interacted with employees when it was required. There are numerous benefits to breaking communication barriers. Apple’s Tim Cook and L’Oréal’s Jean-Paul Agon frequently have breakfast and lunch with their employees.

Is there a better way to bond with people than breaking bread together?

3) Open up multiple channels for training and development

Provide training sessions for employees. No, that doesn’t just mean that you call in experts to lecture your employees as they struggle to stay awake. Find business coaches that know how to engage their crowds and maximize learning.

4) Give rewards that matter

For too long, companies have relied on monetary rewards to enhance motivation but extrinsic awards only have short-term effects. Reward employees with gifts that matter. If they recently had a baby, give them gift coupon for an infant clothing store. Giving them a meal for two at a fancy restaurant or free tickets to a Broadway show may be more meaningful than some extra-cash. Providing them with experiences rather than tangible goods, have a more of an impact.

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